Human Resources Partner Director Brazil

Led by Rodolphe Saadé, the CMA CGM Group, a global leader in shipping and logistics, serves more than 420 ports around the world on five continents. With its subsidiary CEVA Logistics, a world leader in logistics, and its air freight division CMA CGM AIR CARGO, the CMA CGM Group is continually innovating to offer its customers a complete and increasingly efficient range of new shipping, land, air and logistics solutions.

Committed to the energy transition in shipping, and a pioneer in the use of alternative fuels, the CMA CGM Group has set a target to become Net Zero Carbon by 2050.
Through the CMA CGM Foundation, the Group acts in humanitarian crises that require an emergency response by mobilizing the Group’s shipping and logistics expertise to bring humanitarian supplies around the world.

Present in 160 countries through its network of more than 400 offices and 750 warehouses, the Group employs more than 155,000 people worldwide, including 4,000 in Marseilles where its head office is located.

JOB DESCRIPTION : HR & ADMINISTRATION DIRECTOR

Position: HR & Administration Director
Date: January 2026
Scope: CMA CGM Brazil, Mercosul Line & CCIS
Headcount: ~600 employees

ROLE PURPOSE

The HR & Administration Director is the senior authority responsible for ensuring full compliance with Brazilian labor legislation while translating Group HR policies into effective local execution. The role partners with Regional General Management to deliver business results through compliant, efficient, and performance-driven people and administrative strategies.

KEY RESPONSIBILITIES

Strategic HR Leadership & Compliance

• Define and execute HR and Administration strategy aligned with business objectives and Brazilian labor regulations (CLT).
• Act as a core member of the leadership team and Operations Management Committee.
• Advise senior management on labor risk, organizational design, workforce strategy, and people-related decisions.
• Ensure governance, compliance, and audit readiness across all HR and administrative practices.

Outcome: Business growth is supported by compliant, risk-controlled, and strategically aligned HR practices.

Talent Acquisition & Workforce Management

• Define recruitment strategies compliant with Brazilian labor law, diversity regulations, and internal governance.
• Manage headcount planning, workforce sizing, and productivity control in alignment with budget and legal requirements.
• Oversee senior leadership recruitment and assessment processes.
• Manage internal mobility, temporary workforce, interns, apprentices (Jovem Aprendiz), and trainee programs in accordance with Brazilian legislation.
• Strengthen employer branding aligned with local market and Group standards.

Outcome: Legally compliant workforce planning with optimal talent allocation and productivity.

Performance, Talent & Development

• Lead the annual performance management and talent review cycles.
• Drive succession planning and leadership development for critical roles.
• Define Training & Development strategy, including mandatory training requirements.
• Ensure compliance with Brazilian legal requirements related to training, apprenticeships, and workforce development.

Outcome: A skilled, performance-oriented organization with sustainable leadership pipelines.

Compensation, Benefits & Payroll (Brazil Focus)

• Ensure compensation and benefits structures comply with Brazilian labor and tax regulations.
• Lead annual salary reviews, incentive plans, and profit-sharing programs (PLR) in compliance with Brazilian legislation and union agreements.
• Oversee payroll governance, including compliance with eSocial, FGTS, INSS, and labor tax obligations.
• Manage benefits administration (healthcare, life insurance, meal/food vouchers, transportation) in line with market practices and collective bargaining agreements.
• Maintain internal equity while ensuring cost discipline and budget adherence.

Outcome: Competitive, compliant, and financially sustainable reward practices.

Employee Relations & Union Management

• Lead labor relations with unions, including collective bargaining agreements (CCT/ACT).
• Manage labor negotiations, dispute resolution, and labor litigation risk in partnership with Legal.
• Ensure consistent application of disciplinary procedures and labor practices aligned with CLT and Group policies.

Outcome: Stable labor relations minimized legal exposure, and constructive union partnerships.

Engagement, Internal Communication & Work Environment

• Lead employee engagement surveys and define action plans in line with corporate guidelines.
• Drive internal communication initiatives in partnership with Marketing and Communications.
• Promote a safe, inclusive, and respectful work environment aligned with Brazilian labor and health & safety standards.

Outcome: High engagement, strong employer reputation, and compliant workplace environment.

Administration, Facilities & Real Estate

• Oversee administration, facilities, and real estate management in compliance with Brazilian regulations.
• Ensure workplace health, safety, and ergonomic standards are met (NRs).
• Drive cost optimization and efficiency across administrative and facilities operations.

Outcome: Operational excellence with regulatory compliance and cost control.

GOVERNANCE & BUDGET

• Full accountability for HR, Administration, and related budgets.
• Ensure compliance with Brazilian labor, tax, and regulatory requirements.
• Continuous focus on cost optimization, risk mitigation, and value creation.

MANAGEMENT SCOPE

• Leads a medium-sized HR & Admin team (6–10 employees).
• Manages external vendors, consultants, payroll providers, and legal advisors.

PROFILE REQUIREMENTS

• Degree in Business Administration, Law, Human Resources, or related field.
• Strong experience of senior HR leadership roles in Brazil.
• Strong knowledge of Brazilian labor law (CLT), unions, payroll, and compliance.
• Fluent English; Spanish desirable.

KEY COMPETENCIES

Leadership · Change Management · Labor Relations · Results Orientation · Communication · Planning · Business Acumen · People Management · Risk Management,

Please ensure you are familiar with the CMA CGM Corporate Internal Mobility guidelines